Candidate Insights

Preferred Floor and Tile – Estimator Benchmark

Updated October 6, 2022

Behavioral Styles

D
I
S
C
Extrovert
People
Introvert
Task

Motivational Styles

Very Low Low Average High Very High
Aesthetic balance, harmony and form
Economic economic or practical returns
Individualistic stand out as independent and unique
Political be in control or have influence
Altruist humanitarian efforts or to help others altruistically
Regulatory establish order, routine and structure
Theoretical knowledge, learning and understanding

Hector Perez

Behavioral Style

Motivational Styles

LowAesthetic Has a bottom-line approach focusing on functionality over form or aesthetics.
Very HighEconomic Very competitive and bottom-line oriented.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
AveragePolitical Flexible, able to take or leave the power or clout that comes with the job title or assignment.
HighAltruist Has a high desire to help others learn, grow, and develop.
Very HighRegulatory Well disciplined, and follow standard operating protocol and traditional ways.
AverageTheoretical Able to balance the quest for understanding and knowledge with the practical needs of a situation.

Personalized Interview Guide

Based on the information for Hector, here are some specific, personalized questions to ask during your interview. These questions focus on Hector's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Hector:

Ask Hector, “How did you most effectively utilize these key strengths in past roles?”

  • A strong ability to clarify complex issues, and to define the essence of a problem or solution.
  • Builds confidence in others needing a boost.
  • Can be charming and persuasive in a variety of situations, and builds excellent social rapport.
  • An ability to effectively negotiate cooperation from others rather than to confront or demand it, using a combination of people skills, patience, and objective reasoning.
  • High degree of quality-control orientation.
  • Brings a positive sense of humor.
  • Can be seen as the hub of the wheel with many activities occurring simultaneously.

Potential weaknesses for Hector:

Below are some potential areas of improvement for Hector. Go through this list and discuss how Hector perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Be overly optimistic in ability to persuade or manage others.
  • Oversell your own ideas too strongly.
  • Become overly aggressive when the climate becomes unfavorable.
  • Hold a bit of a grudge.
  • Set unreasonable expectations of the capability or capacity of others on the team.
  • Hang on too much to current or past procedures, especially when faced with impending change.
  • Overestimate the ability of others.

Cultural Fit/Ideal Environment for Hector

Below are some characteristics that describe Hector's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Hector to understand how they fit in the company culture. Look for aspects that would excite Hector about coming to work every day.

  • Activities to get and maintain the attention of others.
  • Public recognition for accomplishments.
  • Time to reflect and think about pros and cons to solutions.
  • Activities that can be monitored from beginning to end.
  • Activities with many opportunities for interaction with people.
  • Operating procedures that support sometimes complex processes.
  • Projects needing you to motivate and persuade people.

Kory Kasevich

Behavioral Style

Motivational Styles

HighAesthetic Very much prefers form, harmony and balance. Likely a strong advocate for green initiatives and protecting personal time and space.
Very HighEconomic Very competitive and bottom-line oriented.
LowIndividualistic Able to support the efforts of the team without demanding the limelight; a supportive team player.
AveragePolitical Flexible, able to take or leave the power or clout that comes with the job title or assignment.
LowAltruist Won't be taken advantage of and protect own turf and that of the team or organization.
HighRegulatory Strong preference for following established systems or creating them if none present.
HighTheoretical Has a high interest level in understanding all aspects of a situation or subject.

Personalized Interview Guide

Based on the information for Kory, here are some specific, personalized questions to ask during your interview. These questions focus on Kory's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Kory:

Ask Kory, “How did you most effectively utilize these key strengths in past roles?”

  • Able to get along with a variety of other styles.
  • Generates positive enthusiasm for a variety of projects in the organization.
  • Believes that things should be done the 'right way' the first time, so as to reduce errors later on.
  • Has the ability to get along well with a wide variety of other behavioral styles.
  • A keen awareness of the broad-based impact of important decisions.
  • An ability to effectively negotiate cooperation from others rather than to confront or demand it, using a combination of people skills, patience, and objective reasoning.
  • Technically skilled and proficient in your area of specialty.

Potential weaknesses for Kory:

Below are some potential areas of improvement for Kory. Go through this list and discuss how Kory perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Set unreasonable expectations of the capability or capacity of others on the team.
  • Oversell your own ideas too strongly.
  • Become overly aggressive when the climate becomes unfavorable.
  • Require an overly complete explanation of details before changes are made.
  • Promise a bit more than you can deliver, bite off more than you can chew.
  • Struggle with prioritizing things appropriately, due to ranking all items as the "most important".
  • Become overly sensitive to criticism.

Cultural Fit/Ideal Environment for Kory

Below are some characteristics that describe Kory's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Kory to understand how they fit in the company culture. Look for aspects that would excite Kory about coming to work every day.

  • Opportunity for advancement to positions allowing for creativity.
  • Environment allowing for one to work alone and to think things through.
  • Challenging assignments, having both wide scope and details.
  • Accomplishments that can be seen both quickly and maintained with a high sense of quality control.
  • Time to react to alternatives, but also supportive of the fact that the clock is ticking.
  • Specialized and challenging assignments.
  • Power and authority to make decisions and create change.

Raymond Guzman

Behavioral Style

Motivational Styles

AverageAesthetic Able to appreciate the benefit for balance and harmony without losing sight of the practical side of things.
HighEconomic High drive for economic gain helps provide motivation through long projects and assignments.
HighIndividualistic Has no problem standing up for your own rights and may impart this energy into others as well.
AveragePolitical Flexible, able to take or leave the power or clout that comes with the job title or assignment.
LowAltruist Won't be taken advantage of and protect own turf and that of the team or organization.
Very HighRegulatory Well disciplined, and follow standard operating protocol and traditional ways.
HighTheoretical Has a high interest level in understanding all aspects of a situation or subject.

Personalized Interview Guide

Based on the information for Raymond, here are some specific, personalized questions to ask during your interview. These questions focus on Raymond's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Raymond:

Ask Raymond, “How did you most effectively utilize these key strengths in past roles?”

  • Provides a high degree of mind-share on projects and processes, alert to the potential problems and controls necessary.
  • Decisions are based on factual data.
  • Remains objective in emotional situations.
  • Others on the team may seek you to answer detailed or process-oriented questions.
  • High degree of quality-control orientation.
  • A keen awareness of the broad-based impact of important decisions.
  • You are very conscientious and take doing things the right way very seriously.

Potential weaknesses for Raymond:

Below are some potential areas of improvement for Raymond. Go through this list and discuss how Raymond perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Be too cautious about decision-making as to avoid acting without firm precedent.
  • Get overly bogged down in details.
  • Withdraw your ideas or position in order not to make waves or create controversy.
  • Get overly defensive about your position, especially when faced with change or threats.
  • Shy away from responsibility due to concerns that any problems might occur.
  • Become too locked into rules, regulations, and procedures.
  • Be hesitant in making decisions, out of your strong desire to make the "proper" decision.

Cultural Fit/Ideal Environment for Raymond

Below are some characteristics that describe Raymond's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Raymond to understand how they fit in the company culture. Look for aspects that would excite Raymond about coming to work every day.

  • Freedom to move around, either in the office or around the country.
  • Quality standards in which to support and maintain.
  • Projects completed the 'right way' the first time to avoid problems later on.
  • Activities that can be monitored from beginning to end.
  • Freedom of speech and expression.
  • Variety in the work tasks and multiple projects.
  • Security in the work setting to maintain high quality control standards.